Sr. Manager, Sales Compensation & Strategy

Job Description

Job Description

About the Position 

The Senior Manager, Sales Compensation Strategy owns the design, modeling, and execution of WatchGuard's global sales compensation programs and serves as a strategic partner across the go-to-market organization. Reporting to the VP of Business Operations, this role sits at the intersection of Sales, Marketing, Finance, and Revenue Operations, ensuring our incentive plans are aligned with company strategy, financially sound, and built to scale.
This is a high-visibility individual contributor role supporting a global commission population of 200+ team members, with the potential to build out a team over time. A key early focus will be modernizing how we measure and reward performance, including leading the transition from a TCV-based to an ARR-based compensation framework.

 

 

A Day in the Life

No two days look quite the same in this role. One morning you might be deep in a model evaluating the cost and behavioral impact of moving a compensation plan from TCV to ARR; by the afternoon, you're partnering with Sales leadership and FP&A on quota setting for the upcoming Annual Operating Plan. You field a question from Revenue Operations about how a new route to market should be incentivized, refine a Power BI dashboard so leadership can see attainment at a glance, and flag a process gap in how commission agreements are administered. You move fluidly between strategic, big-picture modeling and the detailed, hands-on work that keeps commissioned team members paid accurately and on time. Throughout, you act as the connective tissue between Operations, Finance, and the field, translating company strategy into compensation that drives the right outcomes.

Position Responsibilities

• Lead the planning, modeling, and execution of sales compensation programs across a global commission population of 200+ employees.
• Analyze current compensation plans for effectiveness, cost, and alignment with company objectives, and recommend improvements.
• Drive the transition of compensation structures from TCV-based to ARR-based metrics, including modeling the financial and behavioral impact of the change.
• Partner with FP&A and Sales leadership on the Annual Operating Plan (AOP) process, including quota setting, capacity planning, and cost modeling.
• Build financial models to evaluate new routes to market, sales team structures, and the compensation impact of M&A activity.
• Serve as a cross-functional partner across Sales, Marketing, Finance, and Revenue Operations to ensure compensation strategy supports broader go-to-market goals.
• Identify and close process gaps in compensation planning, governance, and administration.
• Partner with the commissions team to operationalize approved plans, translating plan design into clear calculation logic, documentation, and payout processes so commissions are calculated accurately and paid on time.

Skills and Qualifications

• Deep expertise in sales compensation plan design, modeling, and execution for sizable, distributed sales teams.
• Strong financial modeling skills, including modeling new routes to market, team structures, and M&A impacts.
• Proficiency with Tableau and/or Power BI for reporting and analysis.
• Demonstrated ability to partner cross-functionally across Sales, Marketing, Finance, and Revenue Operations.
• Excellent analytical, communication, and stakeholder-management skills.
• Comfort operating with ambiguity and driving process improvements in a fast-moving environment
• Familiarity with ARR-based metrics and recurring-revenue business models preferred.
• Exposure to sales compensation platforms and FP&A/ERP systems preferred.

Experience

• 10+ years of experience in sales compensation, sales strategy, sales finance, or a closely related field.
• Track record of owning compensation programs for large, distributed commission populations.
• Experience supporting a B2B SaaS or recurring-revenue business preferred.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.